In the last few years, there have been many examples of new companies moving from an initial concept to becoming a world market leader in less than a decade. We have also witnessed companies who have been global leaders in their fields disappear within the same period of time. Each of these has a different reason and yet one common denominator is that those who succeed are open to new ideas and inclusive, whilst those who do not do so well, are not.
With this it is obvious that diversity and inclusion are more crucial than simply Gender diversity and yet this is a good place to start.
Gender diversity has been on the agenda for companies and governments for 40 years. Some will argue that we have come a long way, and yet others will say that we still have a long way to go. I guess it depends on which way you look at the situation. From my perspective, what matters most is not individual points of view, but what happens next? How can a CEO, male or female, improve the culture within their company?In order to look at that I would like to invite you to revisit the film, A Beautiful Mind. This is the film about John Nash, the Nobel Laureate, who was awarded the Nobel prize for what is today known as the Nash Equilibrium. Today it is widely used in business and game theory, and business is a game. I can in no way give the deserved credit to this magnificent work, so for the readers who are truly familiar with it I hope you will be able to accept my interpretation:
The Nash equilibrium states:
Overall, an individual can receive no incremental benefit from changing actions, assuming other players remain constant in their strategies.
What has that to do with diversity and inclusion? Actually, it is not only important but may be crucial. In the many companies in which we work as mentors, we see the following: